This paper investigates whether organizational changes (OC) are "skill-biased," meaning they tend to reduce the demand for unskilled workers while increasing the demand for skilled workers. The authors use panel data from British and French establishments to examine three key findings: (i) OC reduces the demand for unskilled workers in both countries; (ii) OC is less likely to occur when the relative supply of skilled workers is high, as indicated by higher wage differentials; (iii) OC leads to greater productivity increases in establishments with a higher initial proportion of skilled workers. The authors conclude that OC, technology, and human capital are complementary assets within firms, and the widespread adoption of new organizational forms may have played a significant role in the declining demand for less skilled workers in OECD countries.This paper investigates whether organizational changes (OC) are "skill-biased," meaning they tend to reduce the demand for unskilled workers while increasing the demand for skilled workers. The authors use panel data from British and French establishments to examine three key findings: (i) OC reduces the demand for unskilled workers in both countries; (ii) OC is less likely to occur when the relative supply of skilled workers is high, as indicated by higher wage differentials; (iii) OC leads to greater productivity increases in establishments with a higher initial proportion of skilled workers. The authors conclude that OC, technology, and human capital are complementary assets within firms, and the widespread adoption of new organizational forms may have played a significant role in the declining demand for less skilled workers in OECD countries.